See above. Mostly because I thought that listing cash comp was inconsistent with how the company markets itself to employees and the company's culture, which tends to be more on the humble side.
I did have some information about the work in there but nothing really about the team size - I'll keep that in mind for future listings. Completely agree on your statement that the type of candidate you'll attract depends on the team, the company, the project.
Not listing the compensation means that many potential applicants never even saw the role. It's 2015 yet many of these job sites will not display a role if one (as the potential applicant) has specified a salary range but the listing didn't include it.
Another consideration: if there's ten roles I'm considering and yours is the only one which doesn't list compensation, I'm not going to waste my time applying for the role. You're competing in a marketplace for limited resources, failing to say how much you're willing to pay doesn't tell me anything about your company culture, it tells me you're unwilling to say how much you'd pay in compensation.
I don't know why someone downvoted you - a clear and honest answer deserves an upvote in my opinion.
But, while I understand what you're saying, and for all I know maybe being humble works well for you as internal company culture, humble really isn't a good marketing strategy - there's a good reason why marketing if anything traditionally errors on the side of boastfulness! I don't advocate exaggeration, but if you really are offering good pay and good working conditions, you should specify this in your job listing. Remember, in many cases a candidate will start off knowing nothing about your company except what he sees in the listing.
I did have some information about the work in there but nothing really about the team size - I'll keep that in mind for future listings. Completely agree on your statement that the type of candidate you'll attract depends on the team, the company, the project.